Last month, consulting firm Deloitte found hat there are approximately 600,000 job openings that are sitting unfilled due to a lack of qualified candidates. With constant media reports of high unemployment rates and workers across the country struggling to find jobs, how can this number be correct?
Is your business struggling to find talent? If you have job openings sitting unfilled, it could be having a dramatic impact on your productivity – and profitability. In a constantly evolving area of expertise, the processes and skills necessary for industrial workers is constantly refined. Simultaneously, the skills of many manufacturing employees are constantly expanding.
So where is the disconnect?
In short, many human resources departments are focusing on a very specific set of requirements in order to make a hire, therefore eliminating many qualified candidates. Keep productivity humming and fill your job openings with these three tips:
1. Expand job requirements. For safety reasons, you may require a specific set of skills or certifications. But, if other skills can be substituted, be sure to note in a job posting. Or, if some requirements can be easily trained on-the-job, be sure to consider candidates who have similar experience and can learn quickly. The Bureau of Labor Statistics found that there are nearly five employees for every job opening. Make sure you’re not eliminating most of them unnecessarily!
2. Ensure HR understands the role. It can seem easier to simply email a bullet list of requirements to your HR rep, but by doing so you are setting your team at a distinct disadvantage. Take the time to be sure your HR department understands the roles they are filling, and the requirements necessary to thrive on the job. Adhering to a bullet list is much easier for HR reps on the onset; however, you could end up with job openings that sit unfilled, or you could get an employee who isn’t a good cultural fit, simply because of the adherence to the bullet list. When your HR department understands the roles, and why they are important, they will be much more likely to find employees who will thrive.
3. Partner with a staffing agency. When you work with a staffing agency, they often have an in-depth understanding of the skills, processes, and certifications necessary for very specific roles. They can assume the sourcing and vetting of talent to find the right employees for your company, saving you time and money. They often provide safety training and background checks, ensuring your receive the best candidates available. And for temporary help, they will assume workers’ compensation and benefit costs, reducing your cost and risk.
Leverage your workforce investment.
Contact AtWork today to learn more.